The moderating effect of self-efficacy and gender on work engagement for restaurant employees in the United States
研究调查了149名美国餐厅员工，发现自我效能感显著调节了组织支持感对工作投入的影响，且这种调节效应仅对低自我效能感的女性员工显著。
Purpose The purpose of the study was to examine the moderating effect of self-efficacy and gender on work engagement. Design/methodology/approach The survey study was conducted on 149 restaurant employees, and multiple regression analyses were used to analyze the data. Findings Self-efficacy significantly moderated the impact of perceived organizational support on work engagement, but the moderating effect of self-efficacy was only significant for women with low self-efficacy. Self-efficacy did not moderate the impact of work engagement on intent to leave. Practical implications The results of the study provide suggestions for managing men and women with different levels of self-efficacy in the hospitality workplace. Originality/value The focus of previous studies on work engagement has primarily been on its antecedents and outcomes, but little is known about individual differences in the relationship between work engagement and its antecedents/outcomes. This is the first study investigating self-efficacy and gender as moderators of work engagement in the hospitality industry.